Group HR Director. Experienced HR Professional on Top/Senior management level

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1 Position Employee category level Department Reporting to Line reports Purpose of the role Key Responsibilities Group HR Director Experienced HR Professional on Top/Senior management level Human Resources Group CEO Kagiso Media (Pty) Ltd None To develop and implement HR Strategy for the Group aligned to overall strategic business objectives To develop and maintain HR policies, processes and systems across the Group To monitor implementation of HR strategic initiatives to attract, retain and develop talent across the group through regular consolidated reporting To manage and monitor EE initiatives to obtain maximum benefits from a BBBEE perspective To manage remuneration policies and processes HR Strategy and Planning Facilitate processes to develop HR Strategy for the Group that is aligned to the overall business strategy and business model Develop HR Plans and KPI s to implement HR Strategy Monitor and report on the implementation of the HR plans against KPI s HR Operating Model Develop and manage HR Operating Model aligned to the overall business model Identify and facilitate processes to obtain relevant HR systems that will enable strategic HR processes, compliance and information Ensure the development and maintenance of HR processes and systems to meet functional requirements Monitor the efficiency and effectiveness of HR processes and systems against process KPI s and best practices and enhance where required Manage strategic relationships with external service providers HR Budget Develop and manage HR budget to drive HR strategy implementation Regularly report on variances in budget HR Reporting Review analysis of monthly HR reports submitted Make recommendations to address areas of concern in the reports Drive processes to automate HR reports where possible Leadership coaching Facilitate process to conduct regular 360⁰ reviews on Top Management Provide feedback and coaching to Top Management where required Facilitate processes to appoint external coaches to Top Management where required Organisational culture Facilitate processes with Top Management to define desired culture and to define associate behaviours required by leadership to drive cultural change Coach Top Management on behaviours against organisational values and desired culture

2 Organisational climate Present consolidated climate results to REMCO or relevant committee of the Board Monitor the implementation of Group wide initiatives to enhance current culture Change management Coach Top Management on how to lead and direct change Monitor and track the benefits of group wide strategic change initiatives Ensure people components are included in strategic change initiatives Act as change advocate for strategic change Organisational structure design and job profile development Stay abreast of any changes in strategy, legislation, market and business model that could impact on organisational structures Facilitate processes to drive structural changes at Head office and Group where required Develop structures and job profiles for Top Management positions and senior positions at Head Office Analyse structures at head Office and make recommendation for enhancement from a effectiveness, efficiency and alignment point of view Identify critical positions within structures at Head Office and manage appropriately Ensure competency requirements for positions for Head office are aligned to competency framework Job grading Approve job grading system to be used across the Group Ensure jobs are graded Chair the job grading committee Ensure accurate records are kept of job grading committee findings Ensure consistency of grades across operations Talent Management Manage talent management panels at Top and Senior Management level and participate in talent management panels for Head Office positions Facilitate processes to identify and manage critical and scarce skills on Top Management level Perform succession planning for Top and Senior management level across the Group Drive processes to develop and grow key talent for Top Management positions Monitor, track and report on retention of key talent on Top and Senior Management levels and Head Office staff Employee relations Provide guidance and assistance to Top Management and Head Office on how to manage, disciplinary and grievance procedures where required

3 Manage grievance or disciplinary processes against Top Management positions within the Group Manage issues raised in the Ethics line Analyse consolidated reporting on employee relations and work with CoE to develop group wide initiatives where required Recruitment Manage recruitment processes for Executives and Top/Senior Management positions at Head Office Oversee the recruitment of lower level positions at Head Office Health and Safety Ensure compliance to Health and Safety regulations at Head Office Monitor compliance to legislation Employee benefits Stay abreast of leading practices in the market relevant to employee benefits Make recommendations and obtain approval from relevant committees to align benefits where required Participate in the Provident Fund Committee Manage strategic relationships with Alexander Forbes and other external services providers Sign and manage contracts with external service provides Monitor, track and report on utilisation of the Employee Wellness system Monitor the implementation of processes to pro-actively address common issues with regards to Employee Wellness Manage processes for employee benefits aligned to expatriate employees Remuneration Participate in the REMCO Obtain market and benchmark data on salary and benefit information Make recommendations to REMCO on budget increases and relevant scenarios Submit all relevant documentation to REMCO for annual salary increases, STI and LTI bonus payments Motivate bonus and salary increases from an employee retention, transformation and talent management perspective Obtain and manage salary data for expansion into Africa Oversee the Payroll function and sign-off on payroll B-BBEE Participate in B-BBEE Committee Oversee processes to ensure maximum points on the B-BBEE scorecard from an employment equity and skills development perspective Monitor and track implementation EE and skills development plans against targets Ensure relevant information for rating purposes are submitted Monitor compliance of EE and Workplace Skills Plans submissions Skills Development and Induction Oversee the collation of training/coaching needs for staff at Head Office

4 Manage training and coaching needs of Executives and Top Management Ensure Group induction sessions are hosted and that induction material are developed and maintained Oversee the development and submission of Head Office Workplace Skills Plans Monitor the development of Head Office training budget and implementation of training plans Employment Equity Oversee the development and submission of Employment Equity Plans for Head Office Ensure completion and submission of employment equity reports against targets for Head Office Terminations Conduct exit interviews with Executive and Top Management positions and identify initiatives to address common areas of concern Review consolidated reporting for terminations and identify common trends Track and monitor staff turnover in critical roles Oversee processes to engage with Alumni Oversee termination process for staff at Head Office Performance Management Set KPI s for the HR function aligned to HR Strategy Ensure HR KPI s are cascaded to relevant subordinates Report and monitor progress against KPI s Governance Participate in regular EXCO, strategy budget and meetings Participate in relevant sub committees of the Board or other relevant committees e.g. Social and Ethics, REMCO, B-BBEE Committee, Provident Fund Committee etc. Commission compliance audits and address any audit queries/issues Facilitate quarterly HR workshops with HR staff across the operations Knowledge and Skills Good knowledge and understanding of the business Understand the business to drive HR processes aligned to business strategy and culture In depth understanding of regulatory requirements Basic Conditions of Employment Act, Employment Equity Act, Occupational Health and Safety Act, Labour Relations Act, Skills Development Act and the BBBEE Act and codes In depth knowledge of HR policies and procedures proactively develop and align relevant policies and procedures to best practices for the functional areas reporting into this role Understanding of the B-BBEE targets and system - Proactively manage B-BBEE to ensure good scores on the B-BBEE scorecard Negotiation skills Facilitate negotiation processes with External Service Providers and Line Management

5 Strategic thinking the ability to look into the future and to design strategies that will give you the competitive advantage Systems thinking ability to identify key aspects and to understand how the link with each other Analytical skills ability to analyse data to enable strategic planning Attention to detail accuracy in terms of employment equity numbers, climate survey results and reports or investigations from an employee relations point of view Conscientiousness to be thorough in the execution of activities, be diligent and reliable Tenacity ability to drive and take ownership of processes to get to the job done, to be firm when required Meeting deadlines ability to obtain information from others timeously to meet deadlines from a compliance perspective Understanding and knowledge of the current operating systems - Displays knowledge and understands the VIP Premier HR, VIP Premier Payroll and Evolve system capabilities and utilises them to optimise the functioning of the department Interpersonal Skills Ability to effectively engage with stakeholders to promote good working relationships and resolve issues Conflict management skills ability to effectively manage conflict situations and to ensure a collaborative approach to problem solving Process design and reengineering methodologies and practices ability to design or redesign processes to be cost effective and efficient and aligned to best practices Leadership skills ability to engage effectively with staff and to promote a working environment where people are constantly developed, motivated and valued for their contributions Understand Business Ethics and Values treats all employees in line with business values and ethical guidelines Qualifications Post-graduate degree in HR Experience Minimum of 10 years experience, of which a minimum of 3 years on a senior management level in a HR environment MS Office competencies MS Word, MS PowerPoint, MS Excel, MS Outlook

6 Personal attributes Strategic thinker Systems thinker Excellent communication skills Ability to communicate at various levels Strong interpersonal skills and team player Ability to work under pressure and a high stress tolerance level Good analytical skills Highly motivated self-starter Diplomacy Decisive Strong leadership Responsible and reliable Relationship builder Excellent negotiator Problem solver Key relationships Exco Kagiso Media (Pty) Ltd Business Unit Top and Senior Management CEO Kagiso Media (Pty) Ltd CFO Kagiso Media (Pty) Ltd External Suppliers and Regulatory Bodies HR Managers All operations

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